績效考核制度、領導風格對員工工作態度影響之研究- 以汽車銷售業為例

Research on the Influence of Staff’s Performance Assessment and Leadership Style to Employee’s Working Attitudes Take Merchandising Business of the Automobile as an Example

余明元(Ming-Yuan Yu)

指導教授 ： 李弘暉

元智大學/管理學院/管理研究所/碩士(2007年)

https://doi.org/10.6838/YZU.2007.00192

摘要

本論文研製之動機是因奇異的績效考核制度在美式管理的公司實施的成效是大放異彩，如奇異、英特爾、思科等實施此一考核制度都相當成功並為企業再創高峰。但在東方，尤其中國人的傳統風俗習慣，這種看似不夠厚道的管理制度，是否有水土不服的現象發生，或是能像TOYOTA的零庫存管理一樣，在各地都能開花結果。
研究對象實施強迫分配法績效考核制度六年來，員工每年的流動率平均約14.5%，遠超過奇異的10%，而員工之前對公司的忠誠度也漸漸消失中，連協理級以上的高階主管都不知道明天在那裡，抱持朝不保夕做一天算一天的心態。另原本希望同仁透過良性競爭追求考績得A的美意，演變成大家為得到考績E而擠破頭，以順利領一筆資遣費走人，尤其是10年以上年資的同仁最為明顯。而造成此一現象與公司實施的考核制度，是否有顯著的影響，為本研究的探討目的之一。
經研究結果顯示，績效制度對於工作投入、組織承諾及員工工作態度確實會有顯著影響，而主管的領導風格對於工作投入、組織承諾及員工工作態度也有顯著的相關，而個人屬性的驗證結果，在任職單位、工作性質、職位、學歷等四構面與工作投入、組織承諾及員工工作態度也有顯著的相關。

關鍵字

績效考核制度 ； 領導風格 ； 工作態度 ； 工作投入 ； 組織承諾

並列摘要

The motive of this thesis is because the GE’s system of performance assesment implemented in the American companies yield unusually brilliant results, for instance GE, Intel, Cisco,etc., implement this system to assess all quite successful and create peaks again for enterprises.
But in the east, especially Chinese traditional folkways and customs, this system seems not so honest and kind enough for people to fit the stmosphere of east countries. Perhaps in other point of view, it can fit successfully just like the zero stock control of TOYOTA, can all yield positive results in all parts.
The research object has been chosen from forced distributing performance assessment system over the past six years, and the annuly turn over rate of the sample is about 14.5% in turn over rate, far exceeded 10% of GE. Further more, the staff’s loyalty to the company had disappeared gradually, even the management grades of high-order executive of the above don’t know where it will be tomorrow, clasp in a precarious state to is it regard as psychology for one day one day to do even.
Originally this system is designed to motivate colleagues to pursue the grade A to receive the honor and higher bonus by the positive competition, nevertheless, it develops that everybody aspire to receive the grade E and crowd broken head, in order to get one dismiss with severance pay fee go away smoothly, especially the colleague of the age and service seniority is the most obvious in more than 10 years.One of the purpose of this research us to figure out whether there is apparent influence between the relationship of the performant assessment system and this phonamenon.
The result indicates that the performance assessment system has significant influences in working involvement、organization commitment and staff’s working attitude. Furthermore, the leadership style of executive managers has significant influences in working involvement、organization commitment and staff’s working attitude. And the verification result of personal attribute: the department, working nature, position, academic credentials, four constructs, do significantly influence work involvement, organization commitment and staff working attitudes.

並列關鍵字

Performance Assessment ； Leadership Style ； Working Attitudes ； working involvement ； organization commitmen

參考文獻

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